GLASS CEILING HINDRANCE AMONG ACADEMIC AND NON-ACADEMIC FEMALE EMPLOYEES IN UNIVERSITY ORGANISATION, NIGERIA

This study was conducted among 212 respondents to explore pattern of glass ceiling among female professionals in Federal University of Technology Akure (FUTA) and Adekunle Ajasin University Akungba (AAUA), Nigeria. Female employees in full-time employment participated in the study. Proportionately, 98 and 114 sample size in AAUA and FUTA respectively participated; quantitative data collection and analysis were applied. Sixty-five percent and 57.5% among academics and non academics respectively in AAUA agreed university occupation is male dominated; 73.9% and 73.7% among academics and non academics respectively in FUTA agreed with above statement. In AAUA, 13.8% academics and 22.5% non academics were appointed in strategic positions despite serving university labour force more than 15 years. In FUTA, 11.1% and 0.7% respectively were appointed in status positions. Respondents (53.4%) and 57.5% respectively in AAUA labeled male structure of university personnel as barrier to fair competition. Fifty-seven percent and 53.6% respectively in FUTA identified barriers to female personnel growth. Span of duty (22.6%); sexual demands (8.5%); work load (39.2%); and lack of male support (8.0%) hindered capacity of female employees in the universities to compete adequately. These barriers were identified among academics and non academics in both universities. Sixty-seven percent and 37.5% respectively in AAUA faulted promotion criteria which retarded female growth. Forty-four percent and 37.7% respectively in FUTA faulted similar pattern. Female employees in teaching and non teaching profession in the study organization were hindered by challenges woven round structure of male dominated occupation, the buffer-zone difficult to climb. Deconstruction of work-patriarchy woven round university occupation in AAUA and FUTA is essential.